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Conducting an interview is a very crucial important step, as they say, you never get a second chance to make a first impression. It usually stirs up a level of anxiety for a job seeker when it comes to attending an interview, but it can be just as worried-some for the Interviewer. It is important to be prepared and to know the key things you are trying to conduct from the interviewer. To get started, lets us tell you our process.

The first thing for an Interviewee is to get an interview in the first place! To make sure we get the quality of applicants we want, we must write a detailed job description, so that when the employee does come to the interview, they have a good idea of what they will be applying for. The platform that we present our job posting on is also particularly important. You want to use a strong platform that has heavy traffic of job seekers, as it increases our chances of finding a suitable candidate for our clients. Outsourcing is another viable option as there are some great recruiting firms that can lend a helping hand. The more eyes you have in your posting, the higher chance of success!

Secondly, we must ask the right questions. As an employer, you want to get to know your applicants as well as possible so that you mitigate your risks of hiring an employee who is not a good fit. To do so, you want to know their work history, habits, and hobbies. You do not want to ask questions that will make them nervous or throw them off, hence it is valuable to review your questions and make sure you are asking the right ones depending on the job the applicant has applied for. You do not want to ask a general laborer a question about nursing, it would not make any sense!

Next, your presentation must stand out. It is critical for us to practice our sales pitch because as much as you are interviewing the candidate, they are interviewing you too and trying to figure out if this is the right career move for them. Hence, you want them to feel comfortable and assured that they have made a step in the right direction. Having confidence in our company and team will help the candidate feel secured with choosing us.

Lastly, closing the interview. Now that it has come time to wrap up the interview and we have to make a decision on what to do next. Do we send the resume to the client? Do we feel that they will not be a good fit? Either way, it is our duty to try and find our candidates the best job for them, and they are out there! In addition, we review our notes and then contact the employee and let them know how things went. The goal here would be for us to put together an offer letter to the employer and help our employees build a better future for themselves.